Search results for 'Diversity' (try it on Scholar)

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  1. Stephen Bear, Noushi Rahman & Corinne Post (2010). The Impact of Board Diversity and Gender Composition on Corporate Social Responsibility and Firm Reputation. Journal of Business Ethics 97 (2):207 - 221.score: 18.0
    This article explores how the diversity of board resources and the number of women on boards affect firms' corporate social responsibility (CSR) ratings, and how, in turn, CSR influences corporate reputation. In addition, this article examines whether CSR ratings mediate the relationships among board resource diversity, gender composition, and corporate reputation. The OLS regression results using lagged data for independent and control variables were statistically significant for the gender composition hypotheses, but not for the resource diversitybased hypotheses. CSR (...)
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  2. Christophe Malaterre (2013). Microbial Diversity and the “Lower-Limit” Problem of Biodiversity. Biology and Philosophy 28 (2):219-239.score: 18.0
    Science is now studying biodiversity on a massive scale. These studies are occurring not just at the scale of larger plants and animals, but also at the scale of minute entities such as bacteria and viruses. This expansion has led to the development of a specific sub-field of “microbial diversity”. In this paper, I investigate how microbial diversity faces two of the classical issues encountered by the concept of “biodiversity”: the issues of defining the units of biodiversity and (...)
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  3. Réal Labelle, Rim Makni Gargouri & Claude Francoeur (2010). Ethics, Diversity Management, and Financial Reporting Quality. Journal of Business Ethics 93 (2):335 - 355.score: 18.0
    This article proposes and empirically tests a theoretical framework incorporating Reidenbach and Robin’s (J Bus Ethics 10(4):273–284, 1991 ) conceptual model of corporate moral development. The framework is used to examine the relation between governance and business ethics, as proxied by diversity management (DM), and financial reporting quality, as proxied by the magnitude of earnings management (EM). The level of DM and governance quality are measured in accordance with the ratings of Jantzi Research (JR), a leading provider of social (...)
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  4. Victoria Harrison (2010). Philosophy of Religion, Fictionalism, and Religious Diversity. International Journal for Philosophy of Religion 68 (1):43-58.score: 18.0
    Until recently philosophy of religion has been almost exclusively focused upon the analysis of western religious ideas. The central concern of the discipline has been the concept God , as that concept has been understood within Judaeo-Christianity. However, this narrow remit threatens to render philosophy of religion irrelevant today. To avoid this philosophy of religion should become a genuinely multicultural discipline. But how, if at all, can philosophy of religion rise to this challenge? The paper considers fictionalism about religious discourse (...)
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  5. Nicola Pless & Thomas Maak (2004). Building an Inclusive Diversity Culture: Principles, Processes and Practice. [REVIEW] Journal of Business Ethics 54 (2):129 - 147.score: 18.0
    In management theory and business practice, the dealing with diversity, especially a diverse workforce, has played a prominent role in recent years. In a globalizing economy companies recognized potential benefits of a multicultural workforce and tried to create more inclusive work environments. However, many organizations have been disappointed with the results they have achieved in their efforts to meet the diversity challenge [Cox: 2001, Creating the Multicultural Organization (Jossey-Bass, San Francisco)]. We see the reason for this in the (...)
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  6. Victoria S. Harrison (2006). Internal Realism and the Problem of Religious Diversity. Philosophia 34 (3):287-301.score: 18.0
    This article applies Hilary Putnam’s theory of internal realism to the issue of religious plurality. The result of this application – ‘internalist pluralism’ – constitutes a paradigm shift within the Philosophy of Religion. Moreover, internalist pluralism succeeds in avoiding the major difficulties faced by John Hick’s famous theory of religious pluralism, which views God, or ‘the Real,’ as the noumenon lying behind diverse religious phenomena. In side-stepping the difficulties besetting Hick’s revolutionary Kantian approach, without succumbing to William Alston’s critique of (...)
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  7. Xiaoping Jiang (2011). Why Interculturalisation? A Neo-Marxist Approach to Accommodate Cultural Diversity in Higher Education. Educational Philosophy and Theory 43 (4):387-399.score: 18.0
    The paper offers a neo-Marxist framework of interculturalisation to accommodate the increasing cultural diversity in the internationalisation of higher education with specific reference to Chinese students in New Zealand. At present, there are few official strategies in place to provide for the needs of international students in New Zealand universities. Tolerance is often promoted to cope with differences in general, but this notion is not sufficient to embrace and encourage cultural diversity in higher education. The paper reviews neoliberal (...)
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  8. Sune Lægaard (2010). Recognition and Toleration: Conflicting Approaches to Diversity in Education? Educational Philosophy and Theory 42 (1):22-37.score: 18.0
    Recognition and toleration are ways of relating to the diversity characteristic of multicultural societies. The article concerns the possible meanings of toleration and recognition, and the conflict that is often claimed to exist between these two approaches to diversity. Different forms or interpretations of recognition and toleration are considered, confusing and problematic uses of the terms are noted, and the compatibility of toleration and recognition is discussed. The article argues that there is a range of legitimate and importantly (...)
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  9. Jeffrey Spike (2001). Cultural Diversity and Patients with Reduced Capacity: The Use of Ethics Consultation to Advocate for Mentally Handicapped Persons in Living Organ Donation. Theoretical Medicine and Bioethics 22 (6):519-526.score: 18.0
    Living organ donation will soon become the source of the majority of organs donations for transplant. Should mentally handicapped people be allowed to donate, or should they be considered a vulnerable group in need of protection? I discuss three cases of possible living organ donors who are developmentally disabled, from three different cultures, the United States, Germany, and India. I offer a brief discussion of three issues raised by the cases: (1) cultural diversity and cultural relativism; (2) autonomy, rationality, (...)
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  10. Jyoti D. Mahadeo, Teerooven Soobaroyen & Vanisha Oogarah Hanuman (2012). Board Composition and Financial Performance: Uncovering the Effects of Diversity in an Emerging Economy. [REVIEW] Journal of Business Ethics 105 (3):375-388.score: 18.0
    We examine the key elements of board diversity (or heterogeneity) amongst listed companies operating in an emerging economy (Mauritius) and the extent to which these influence financial performance. Specifically, we ask whether there is evidence of tangible benefits in pursuing a strategy of board diversity in terms of gender-, age-, educational background and independence in a corporate context which has long been dominated by family-led and ‘closed’ boardrooms. In light of recent corporate governance developments which appear to foster (...)
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  11. E. Holly Buttner, Kevin B. Lowe & Lenora Billings-Harris (2010). The Impact of Diversity Promise Fulfillment on Professionals of Color Outcomes in the Usa. Journal of Business Ethics 91 (4):501 - 518.score: 18.0
    This paper explores the relationship between psychological contract violations (PCVs) related to diversity climate and professional employee outcomes. We found that for our sample of US professionals of color including US-born African Americans, Hispanics, Asians, and Native Americans, employee perceptions of breach in diversity promise fulfillment (DPF), after controlling for more general organizational promise fulfillment (OPF), led to lower reported organizational commitment (OC) and higher turnover intentions (TI). Interactional justice partially mediated the relationship between DPF and outcomes. Procedural (...)
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  12. Eddy S. Ng & Greg J. Sears (2012). CEO Leadership Styles and the Implementation of Organizational Diversity Practices: Moderating Effects of Social Values and Age. [REVIEW] Journal of Business Ethics 105 (1):41-52.score: 18.0
    Drawing on strategic choice theory, we investigate the influence of CEO leadership styles and personal attributes on the implementation of organizational diversity management practices. Specifically, we examined CEO transformational and transactional leadership in relation to organizational diversity practices and whether CEO social values and age may moderate these relationships. Our results suggest that transformational leadership is most strongly associated with the implementation of diversity practices. Transactional leadership is also related to the implementation of diversity management practices (...)
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  13. Victoria Harrison (2012). An Internalist Pluralist Solution to the Problem of Religious and Ethical Diversity. Sophia 51 (1):71-86.score: 18.0
    In our increasingly multicultural society there is an urgent need for a theory that is capable of making sense of the various philosophical difficulties presented by ethical and religious diversity—difficulties that, at first sight, seem to be remarkably similar. Given this similarity, a theory that successfully accounted for the difficulties raised by one form of plurality might also be of help in addressing those raised by the other, especially as ethical belief systems are often inextricably linked with religious belief (...)
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  14. Fernando Martín-Alcázar, Pedro M. Romero-Fernández & Gonzalo Sánchez-Gardey (2012). Transforming Human Resource Management Systems to Cope with Diversity. Journal of Business Ethics 107 (4):511-531.score: 18.0
    The purpose of this study is to examine how workgroup diversity can be managed through specific strategic human resource management systems. Our review shows that ‘affirmative action’ and traditional ‘diversity management’ approaches have failed to simultaneously achieve business and social justice outcomes of diversity. As previous literature has shown, the benefits of diversity cannot be achieved with isolated interventions. To the contrary, a complete organizational culture change is required, in order to promote appreciation of individual differences. (...)
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  15. Sevki Ozgener (2008). Diversity Management and Demographic Differences-Based Discrimination: The Case of Turkish Manufacturing Industry. [REVIEW] Journal of Business Ethics 82 (3):621 - 631.score: 18.0
    In the late 1980s workforce became more diverse in terms of demographic changes, cultural differences and other characteristics of organizational members. This diversity was a reflection of changing global markets. Workforce diversity has both positive and negative effects on organizational performance. Therefore, it is becoming important especially for medium- and large-scale businesses. In order to manage increasingly workforce diversity and to prevent discrimination, diversity management is now considered as a major part of strategic human resource management. (...)
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  16. Emanuela Ceva & Enzo Rossi (eds.) (2012). Justice, Legitimacy, and Diversity: Political Authority Between Realism and Moralism. Routledge.score: 18.0
    Most contemporary political philosophers take justice—rather than legitimacy—to be the fundamental virtue of political institutions vis-à-vis the challenges of ethical diversity. Justice-driven theorists are primarily concerned with finding mutually acceptable terms to arbitrate the claims of conflicting individuals and groups. Legitimacy-driven theorists, instead, focus on the conditions under which those exercising political authority on an ethically heterogeneous polity are entitled to do so. But what difference would it make to the management of ethical diversity in liberal democratic societies (...)
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  17. S. K. Wertz (2005). Maize: The Native North American's Legacy of Cultural Diversity and Biodiversity. [REVIEW] Journal of Agricultural and Environmental Ethics 18 (2):131-156.score: 18.0
    Recent research has focused on establishing the values of preserving biodiversity both in agriculture and in less managed ecosystems, and in showing the importance of the role of cultural diversity in preserving biodiversity in food production systems. A study of the philosophy embedded in cultural systems can reveal the importance of the technological information for preserving genetic biodiversity contained in such systems and can be used to support arguments for the protection/preservation of cultural diversity. For example, corn or (...)
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  18. Mark Collier (2013). The Humean Approach to Moral Diversity. Journal of Scottish Philosophy 11 (1):41-52.score: 18.0
    In ‘A Dialogue’, Hume offers an important reply to the moral skeptic. Skeptics traditionally point to instances of moral diversity in support of the claim that our core values are fixed by enculturation. Hume argues that the skeptic exaggerates the amount of variation in moral codes, however, and fails to adopt an indulgent stance toward attitudes different from ours. Hume proposes a charitable interpretation of moral disagreement, moreover, which traces it back to shared principles of human nature. Contemporary philosophers (...)
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  19. Amélie Oksenberg Rorty (1992). The Advantages of Moral Diversity. Social Philosophy and Policy 9 (02):38-.score: 18.0
    We are well served, both practically and morally, by moral and ethical diversity. Moral deliberation requires the collaboration of distinctive perspectives: consequentialist, deontological, perfectionist considerations each contribute significant dimensions in determining what is good and what is right; virtue theory highlights the development of reliable ethical character.
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  20. Sean Valentine & Gary Fleischman (2002). Ethics Codes and Professionals' Tolerance of Societal Diversity. Journal of Business Ethics 40 (4):301 - 312.score: 18.0
    Companies often develop codes prescribing an ethical organizational environment. However, the ability of ethics codes to increase individuals' tolerance of diversity is not fully considered in the ethics literature. This relationship was explored using a sample of 143 business and legal professionals. After accounting for the impact of several covariates, results indicated that professionals employed in organizations that had an ethics code were more tolerant of societal diversity than were professionals working in organizations that did not have an (...)
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  21. Ian Worthington (2009). Corporate Perceptions of the Business Case for Supplier Diversity: How Socially Responsible Purchasing Can 'Pay'. [REVIEW] Journal of Business Ethics 90 (1):47 - 60.score: 18.0
    In exploring corporate perceptions of the business case for supplier diversity (SD), this paper reports on a cross-national study of large purchasing organisations (LPOs) that had introduced, or were in the process of introducing, purchasing initiatives aimed at ethnic minority businesses (EMBs). The research investigates how LPOs portray the benefits of this form of socially responsible purchasing and suggests a business case construct based on four component elements. It also highlights a number of contextual factors that appear to have (...)
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  22. Harry L. Moore (2008). Diversity in Society: Normative and Descriptive Considerations. [REVIEW] Frontiers of Philosophy in China 3 (3):464-476.score: 18.0
    Diversity in society can be viewed from two perspectives, normative and descriptive, both of which define how we think, discuss, and live. Normatively we are called to be responsible. This notion ideally depicts the vision of people of various backgrounds and beliefs living with an attitude of tolerance, respect, and the desire for justice. Descriptively, it is to recognize that people of diverse ethnic, social, economic, and philosophical backgrounds come together to live in various geographic locations, often resulting in (...)
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  23. Val Singh & Sébastien Point (2006). (Re)Presentations of Gender and Ethnicity in Diversity Statements on European Company Websites. Journal of Business Ethics 68 (4):363 - 379.score: 18.0
    This paper investigates how specific notions of gender and ethnicity are integrated into diversity discourses presented on 241 top European company websites. Large European companies increasingly disclose equality and diversity policies in statements on websites. Such statements may be used to promote an ethical image of the company in terms of how well it manages diversity and guards against discrimination. In this paper, we argue that diversity statement discourses are important as they play a key part (...)
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  24. María del Carmen Triana, María Fernanda Wagstaff & Kwanghyun Kim (2012). That's Not Fair! How Personal Value for Diversity Influences Reactions to the Perceived Discriminatory Treatment of Minorities. Journal of Business Ethics 111 (2):211-218.score: 18.0
    Using Leventhal’s (Social exchange: Advances in theory and research, Plenum Press, New York, 1980 ) rules of procedural justice as well as deontic justice (Folger in Research in social issues in management, Information Age, Greenwich, CT, 2001 ), we examine how personal value for diversity moderates the negative relationship between perceived discrimination against minorities (i.e., racial minorities and females) at work and the perceived procedural justice of minorities’ treatment by the organization. Through a field survey of 190 employees, we (...)
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  25. Ramona Hosu (2013). Reformed Epistemology and the Problem of Religious Diversity. Journal for the Study of Religions and Ideologies 12 (34):266-274.score: 18.0
    Review of Joseph Kim, Reformed Epistemology and the Problem of Religious Diversity (Cambridge: James Clarke & Co, 2012).
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  26. Johanna Kujala & Tarja Pietiläinen (2007). Developing Moral Principles and Scenarios in the Light of Diversity: An Extension to the Multidimensional Ethics Scale. [REVIEW] Journal of Business Ethics 70 (2):141 - 150.score: 18.0
    The purpose of this article is to develop the multidimensional ethics scale and moral scenarios that allow or even support diversity in managers’ reactions when measuring their moral decision-making. This means that we expand the multidimensional ethics scale with a female ethics dimension and take a critical look at the previously used scenarios in the light of diversity. Furthermore, we develop two new scenarios in order to better attain diversity in managers’ moral decision-making. Diversity is primarily (...)
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  27. Maeve O'Donovan (2010). Cognitive Diversity in the Global Academy: Why the Voices of Persons with Cognitive Disabilities Are Vital to Intellectual Diversity. [REVIEW] Journal of Academic Ethics 8 (3):171-185.score: 18.0
    In asking scholars to reflect on the structures and practices of academic knowledge that render alternative knowledge traditions irrelevant and invisible, as well as on the ways these must change for the academy to cease functioning as an instrument of westernization rather than as an authentically global and diverse intellectual commons, the editor of this special issue of the Journal of Academic Ethics is envisaging a world much needed and much resisted. A great deal of the conversation about diversity (...)
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  28. Ioanna Boulouta (2013). Hidden Connections: The Link Between Board Gender Diversity and Corporate Social Performance. [REVIEW] Journal of Business Ethics 113 (2):185-197.score: 18.0
    This study examines whether and how female board directors may affect corporate social performance (CSP) by drawing on social role theory and feminist ethics literature. The empirical analysis, based on a sample of 126 firms drawn from the S&P500 group of companies over a 5-year period, suggests that board gender diversity (BGD) significantly affects CSP. However, this impact depends on the social performance metric under investigation. In particular, more gender diverse boards exert stronger influence on CSP metrics focusing on (...)
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  29. María Del Carmen Triana, Kwanghyun Kim & María Fernanda García (2011). To Help or Not to Help? Personal Value for Diversity Moderates the Relationship Between Discrimination Against Minorities and Citizenship Behavior Toward Minorities. Journal of Business Ethics 102 (2):333-342.score: 18.0
    Using the scope of justice perspective (Deutsch in J Soc Issues 31(3):137–149, 1975 ; Opotow in Conflict, cooperation, and justice: essays inspired by the work of Morton Deutsch, 1995 , J Soc Issues 52:19–24, 1996 ), we examined whether and how the relationship between perceived discrimination against minorities at work (i.e., racial minorities and females) and citizenship behavior toward minorities can be modified by personal value for diversity. Based on a survey of 173 employees, unexpectedly, we found a negative (...)
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  30. E. Holly Buttner, Kevin B. Lowe & Lenora Billings-Harris (2012). An Empirical Test of Diversity Climate Dimensionality and Relative Effects on Employee of Color Outcomes. Journal of Business Ethics 110 (3):247-258.score: 18.0
    This study examined the relative effect of diversity climate dimensions captured by two measures: Mor Barak et al.’s (Journal of Applied Behavioral Science, 34:82–104, 1998 ) diversity climate scale and Chrobot-Mason’s (Journal of Managerial Psychology 18:22–45, 2003 ) diversity promise fulfillment scale on professional employee of color outcomes: organizational commitment (OC) and turnover intentions. We hypothesized that the two scales would measure different aspects of diversity climate. We further hypothesized that the different climate dimensions would interactively (...)
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  31. Tatiana Fumasoli & Jeroen Huisman (2013). Strategic Agency and System Diversity: Conceptualizing Institutional Positioning in Higher Education. Minerva 51 (2):155-169.score: 18.0
    This paper argues that the impact of individual higher education institutions’ strategies on system diversity should be explored. By looking at how universities respond strategically to governmental policies as well as to the actions of other (competing) institutions, our understanding of determinants of diversity can be enriched. A conceptual framework focusing on institutional positioning is explained using the dimensions deliberateness of organizational actions versus environmental influence, on the one hand, and differentiation versus compliance, on the other. We posit (...)
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  32. Taïeb Hafsi & Gokhan Turgut (2013). Boardroom Diversity and its Effect on Social Performance: Conceptualization and Empirical Evidence. [REVIEW] Journal of Business Ethics 112 (3):463-479.score: 18.0
    In this paper, we seek to answer two questions: (1) what does boardroom diversity stand for in the strategic management literature? And, (2) is there a significant relationship between boardroom diversity and corporate social performance. We first clarify the boardroom diversity concept, distinguishing between a structural diversity of boards and a demographic diversity in boards, and then we investigate its possible linkage to social performance in a sample of S&P500 firms. We find a significant relationship (...)
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  33. Fenrong Liu (2009). Diversity of Agents and Their Interaction. Journal of Logic, Language and Information 18 (1):23-53.score: 18.0
    Diversity of agents occurs naturally in epistemic logic, and dynamic logics of information update and belief revision. In this paper we provide a systematic discussion of different sources of diversity, such as introspection ability, powers of observation, memory capacity, and revision policies, and we show how these can be encoded in dynamic epistemic logics allowing for individual variation among agents. Next, we explore the interaction of diverse agents by looking at some concrete scenarios of communication and learning, and (...)
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  34. Jude Smith Rachele (2012). The Diversity Quality Cycle: Driving Culture Change Through Innovative Governance. [REVIEW] AI and Society 27 (3):399-416.score: 18.0
    Corporate diversity initiatives have neither yielded higher financial returns for companies nor created significantly greater equity and equality of outcome for socially disadvantaged groups within organisations. There has been a systematic failure of diversity initiatives, as the strategic business importance of diversity has been avoided. Researchers argue that effective diversity management is dependent upon appropriate structures and systems, not upon human resource management training alone. This article discusses the impact of the design, introduction and application of (...)
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  35. Brooklyn M. Cole & Manjula S. Salimath (2013). Diversity Identity Management: An Organizational Perspective. [REVIEW] Journal of Business Ethics 116 (1):151-161.score: 18.0
    Organizations are faced with the challenge of responding to increasing pressures to promote diversity in various ways. We draw attention to one possible proactive organizational response—the incorporation of diversity in organizational identity. This initial response necessarily evokes subsequent tasks of managing the changed identity. Therefore, this article also addresses the management of diversity identity within organizations, and relevant organizational outcomes. Our theoretical model is grounded in institutional theory, and we propose that the management of diversity identity (...)
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  36. Ruth Mateos de Cabo, Ricardo Gimeno & María J. Nieto (2012). Gender Diversity on European Banks' Boards of Directors. Journal of Business Ethics 109 (2):145-162.score: 18.0
    This article investigates the gender diversity of the corporate board of European Union banks. Employing a large sample of 612 European banks from 20 European countries, it identifies organizational characteristics that could be predictive of women’s presence on bank boards. We identify three factors that play a particularly important role in defining bank board gender diversity. First, the proportion of women on the board is higher for lower-risk banks. We argue that there may be some statistical discrimination behind (...)
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  37. Larelle Chapple & Jacquelyn E. Humphrey (2013). Does Board Gender Diversity Have a Financial Impact? Evidence Using Stock Portfolio Performance. Journal of Business Ethics:1-15.score: 18.0
    There is growing regulatory pressure on firms worldwide to address the under-representation of women in senior positions. Regulators have taken a variety of approaches to the issue. We investigate a jurisdiction that has issued recommendations and disclosure requirements, rather than implementing quotas. Much of the rhetoric surrounding gender diversity centres on whether diversity has a financial impact. In this paper we take an aggregate (market-level) approach and compare the performance of portfolios of firms with gender diverse boards to (...)
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  38. Hans Dijk, Marloes Engen & Jaap Paauwe (2012). Reframing the Business Case for Diversity: A Values and Virtues Perspective. [REVIEW] Journal of Business Ethics 111 (1):73-84.score: 18.0
    We provide an ethical evaluation of the debate on managing diversity within teams and organizations between equality and business case scholars. Our core assertion is that equality and business case perspectives on diversity from an ethical reading appear stuck as they are based on two different moral perspectives that are difficult to reconcile with each other. More specifically, we point out how the arguments of equality scholars correspond with moral reasoning grounded in deontology, whereas the foundations of the (...)
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  39. Sérgio Junqueira & Lidia Kadlubitski (2011). Uma experiência de formação inicial de professores a partir da perspesctiva da diversidade cultural (An experience of initial teacher training from the point of view of cultural diversity) - DOI: 10.5752/P.2175-5841.2011v9n23p862. [REVIEW] Horizonte 9 (23):862-882.score: 18.0
    O presente artigo partiu do questionamento: como os alunos do Curso de Pedagogia de uma Instituição de Ensino Superior (IES) de Curitiba são instigados para trabalhar na prática educacional a partir da perspectiva da diversidade cultural e de forma integrada entre as disciplinas História, Geografia e Ensino Religioso? Para tanto, utilizou-se a metodologia bibliográfica e documental. Analisou-se 712 planos de aula, elaborados pelos alunos das turmas de 2006 a 2010 na disciplina Metodologia de História, Geografia e Ensino Religioso, ofertada no (...)
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  40. Jean D. Kabongo, Kiyoung Chang & Ying Li (2013). The Impact of Operational Diversity on Corporate Philanthropy: An Empirical Study of U.S. Companies. [REVIEW] Journal of Business Ethics 116 (1):49-65.score: 18.0
    This paper investigates the impact of diversity on corporate philanthropy. Compared to previous studies that have considered the influence of board diversity and CEO gender on corporate philanthropy, this study introduces the concept of operational diversity, which is the implementation of diversity programs at management, employee, and supply chain levels, and further, it explains why operational diversity influences corporate philanthropy, by using the premises of resource dependence theory. Second, this study also investigates the influence of (...)
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  41. Ian Worthington, Monder Ram, Harvinder Boyal & Mayank Shah (2008). Researching the Drivers of Socially Responsible Purchasing: A Cross-National Study of Supplier Diversity Initiatives. [REVIEW] Journal of Business Ethics 79 (3):319 - 331.score: 18.0
    What drives organisations to engage in socially responsible purchasing initiatives? To investigate this important question, this article uses a case-study approach to examine the context within which supplier diversity programmes have emerged in both the U.S. and U.K. The analysis identifies legislative and policy developments, economic imperatives, stakeholder pressures and ethical influences as forces shaping organisational responses. It reveals important contextual differences between U.K. and U.S. experience and offers an empirical and theoretical explanation of corporate behaviour.
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  42. Nicholas Evans & Stephen C. Levinson (2009). The Myth of Language Universals: Language Diversity and its Importance for Cognitive Science. Behavioral and Brain Sciences 32 (5):429-448.score: 18.0
    Talk of linguistic universals has given cognitive scientists the impression that languages are all built to a common pattern. In fact, there are vanishingly few universals of language in the direct sense that all languages exhibit them. Instead, diversity can be found at almost every level of linguistic organization. This fundamentally changes the object of enquiry from a cognitive science perspective. This target article summarizes decades of cross-linguistic work by typologists and descriptive linguists, showing just how few and unprofound (...)
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  43. Maya J. Goldenberg, Diversity in Epistemic Communities: A Response to Clough. Social Epistemology Review and Reply Collective Vol. 3, No. 5.score: 18.0
    In Clough’s reply paper to me (http://wp.me/p1Bfg0-1aN), she laments how feminist calls for diversity within scientific communities are inadvertently sidelined by our shared feminist empiricist prescriptions. She offers a novel justification for diversity within epistemic communities and challenges me to accept this addendum to my prior prescriptions for biomedical research communities (Goldenberg 2013) on the grounds that they are consistent with the epistemic commitments that I already endorse. In this response, I evaluate and accept her challenge.
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  44. Ilhan Ilkilic & Norbert W. Paul (2009). Ethical Aspects of Genome Diversity Research: Genome Research Into Cultural Diversity or Cultural Diversity in Genome Research? [REVIEW] Medicine, Health Care and Philosophy 12 (1):25-34.score: 18.0
    The goal of the Human Genome Diversity Project (HGDP) was to reconstruct the history of human evolution and the historical and geographical distribution of populations with the help of scientific research. Through this kind of research, the entire spectrum of genetic diversity to be found in the human species was to be explored with the hope of generating a better understanding of the history of humankind. An important part of this genome diversity research consists in taking blood (...)
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  45. Jasmin Joecks, Kerstin Pull & Karin Vetter (2013). Gender Diversity in the Boardroom and Firm Performance: What Exactly Constitutes a “Critical Mass?”. Journal of Business Ethics 118 (1):61-72.score: 18.0
    The under-representation of women on boards is a heavily discussed topic—not only in Germany. Based on critical mass theory and with the help of a hand-collected panel dataset of 151 listed German firms for the years 2000–2005, we explore whether the link between gender diversity and firm performance follows a U-shape. Controlling for reversed causality, we find evidence for gender diversity to at first negatively affect firm performance and—only after a “critical mass” of about 30 % women has (...)
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  46. Muhammad Ali, Yin Lu Ng & Carol T. Kulik (2013). Board Age and Gender Diversity: A Test of Competing Linear and Curvilinear Predictions. [REVIEW] Journal of Business Ethics:1-16.score: 18.0
    The inconsistent findings of past board diversity research demand a test of competing linear and curvilinear diversity–performance predictions. This research focuses on board age and gender diversity, and presents a positive linear prediction based on resource dependence theory, a negative linear prediction based on social identity theory, and an inverted U-shaped curvilinear prediction based on the integration of resource dependence theory with social identity theory. The predictions were tested using archival data on 288 large organizations listed on (...)
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  47. Mauricio R. Bellon & Julien Berthaud (2006). Traditional Mexican Agricultural Systems and the Potential Impacts of Transgenic Varieties on Maize Diversity. Agriculture and Human Values 23 (1):3-14.score: 18.0
    The discovery of transgenes in maize landraces in Mexico, a center of diversity for this crop, raises questions about the potential impact of transgene diffusion on maize diversity. The concept of diversity and farmers’ role in maintaining diversity is quite complex. Farmers’ behavior is expected to have a significant influence on causing transgenes to diffuse, to be expressed differently, and to accumulate within landraces. Farmers’ or consumers’ perceptions that transgenes are “contaminants” and that landraces containing transgenes (...)
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  48. Tomislav Bracanovic (2011). Respect for Cultural Diversity in Bioethics. Empirical, Conceptual and Normative Constraints. Medicine, Health Care and Philosophy 14 (3):229-236.score: 18.0
    In contemporary debates about the nature of bioethics there is a widespread view that bioethical decision making should involve certain knowledge of and respect for cultural diversity of persons to be affected. The aim of this article is to show that this view is untenable and misleading. It is argued that introducing the idea of respect for cultural diversity into bioethics encounters a series of conceptual and empirical constraints. While acknowledging that cultural diversity is something that decision (...)
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  49. David Carpenter (2005). The In Situ Conservation of Rice Plant Genetic Diversity: A Case Study From a Philippine Barangay. [REVIEW] Agriculture and Human Values 22 (4):421-434.score: 18.0
    The conservation of rice plant genetic diversity is particularly important for resource-poor farmers in economically marginal areas of the Philippines. This paper discusses the state of rice plant genetic diversity in the Philippines and the reasons behind the decrease in diversity witnessed over the last 30 years. A case study describes the in situ management of rice plant genetic diversity by resource-poor farmers from the Philippine island of Bohol, throughout the traditional, green revolution, and post-green revolution (...)
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  50. Subrata Chattopadhyay & Raymond De Vries (2013). Respect for Cultural Diversity in Bioethics is an Ethical Imperative. Medicine, Health Care and Philosophy 16 (4):639-645.score: 18.0
    The field of bioethics continues to struggle with the problem of cultural diversity: can universal principles guide ethical decision making, regardless of the culture in which those decisions take place? Or should bioethical principles be derived from the moral traditions of local cultures? Ten Have and Gordijn (Medicine, Health Care and Philosophy 14:1–3, 2011) and Bracanovic (Medicine, Health Care and Philosophy 14:229–236, 2011) defend the universalist position, arguing that respect for cultural diversity in matters ethical will lead to (...)
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